Environment Protection Policy

• The Company is committed to effective environmental management as one of its important corporate priorities, and will focus on the following initiatives:
• Compliance with all applicable environmental laws and regulations
• The impact of each of our operations on the environment will be systematically assessed for compliance with appropriately defined standards and reviewed periodically to mitigate or eliminate such impact.
• Disposal procedures for waste generated will be clearly defined and practiced in line with standards that are set by law and best practices of the industry.
• Improvement of employee environmental awareness and performance through detailed policies and procedures, training, and recognition of excellence.
• Efficient use of natural resources to minimize waste generation through efforts that include recycling, innovation, and prevention of pollution.
• Measurement of environmental performance through auditing with employee accountability and reporting to senior management.
• Integration of environmental responsibilities and considerations into daily operations and business decision-making processes.
• Commitment to a continual improvement process in environmental management

No Discrimination Policy

• Discrimination can mean distinction, exclusion or preference.
• Any form of discrimination relating to the hiring, discharge, pay, promotion and training of employees on the basis of race, caste, national origin, religion, age, disability, gender, marital status, sexual orientation, HIV status, Migrant status, membership of worker representative bodies, political affiliations, or any criteria that are unlawful is strongly discouraged by the Company and any such reported incidents will be viewed as a serious violation of this Business Principles.
• The Company will ensure that employees who have certain life threatening diseases or illnesses are not treated differently from other employees, and will continue to employ such personnel, as long as they are physically and mentally fit to attend to their normal job responsibilities.
• The Company shall at no time condone the use of corporal punishment or other forms of mental or physical coercion.
• The Company encourages all personnel to voice concerns promptly, if they have a genuine reason to believe that a policy, entity operation or practice is or will likely be in violation of any law, regulation or internal entity rule or policy, including this Business Principles.
• The Company assures all employees who come forward in good faith to report issues, that they will be treated fairly and respectfully. While all efforts will be taken to protect the anonymity of employees as far as practicable, any form of retaliation against any such individuals, assuming they have not been involved in the violation, will not be tolerated.

Human Rights Policy

• All employees in our company will be treated with equality, respect and dignity.
• The Company will not interfere in the right of employees to observe tenets or practices based on caste, race, national origin, gender, religion, disability, union membership, or political affiliation.
• Company strongly discourages any form of sexually coercive, threatening,abusive or exploitative behavior.
• Any reported incidents relating to direct or indirect physical, sexual, racial, religious, psychological, verbal, or any other form of harassment or abuse, or any other form of intimidation or degrading treatment will not be tolerated by the Company.

Forced Labour Policy

• “The management of CIEMME JEWELS PVT. LTD. is fully committed to ensuring that forced or involuntary labour is not practiced in any form at its facilities. Any reported incidents relating to forced labour will be considered as a serious violation of this Business Principles.

The following definitions will be applicable:

• The Universal Declaration of Human Rights that states that ‘No one shall be held in slavery or servitude'
• ILO Convention 29, which defines forced or compulsory labour as 'all work or service which is extracted from any person under the menace of any penalty, and for which the said person has not offered himself voluntarily”.

Child Labour Policy

• No form of child labour will be employed at Ciemme Jewels Pvt ltd.
• Unless local laws stipulate a higher age, the minimum age for employment that will be applicable is Eighteen (As per ILO Convention No. 138).
• If a child is found working at any facility of the Company, either own or subcontracted, theresponsibility of rehabilitation will be undertaken by the management of the concerned entity.
• The above policies will also be applicable to subcontracted labour or operations (if any) and the local management should ensure strict adherence to the above polices.

Head Office

Ciemme Jewels Pvt. Ltd.
An Associate of C. MAHENDRA EXPORTS,
a Diamond Trading Company Sightholder.

E-mail : sales@ciemmejewels.com
R.O. & Works : Ciemme Jewels, (Andheri).